Policy Development: Rough Draft Grading Rubric
Criteria
Levels of Achievement
Content
(70%)
Advanced
92-100%
Proficient
84-91%
Developing
1-83%
Not present
Total
%
Answer Specificity
20.5 to 22.5 points:
All key components of the topic are thoroughly discussed in the paper.
18.5 to 20 points:
All key components of the question are largely answered in the paper with few exceptions.
1 to 18 points:
Key portions of assigned questions are left unanswered.
0 points
Not present
Logic & Clarity
13.5 to 15 points:
Clear, logical flow to paper; major points are stately clearly.
12.5 to 13 points:
Clear logical flow to paper; major points are stated clearly for the most part.
1 to 12 points:
Lack of clarity and failure to logically explain and communicate answers is the norm.
0 points
Not present
Research & Support
13.5 to 15 points:
Major points are thoroughly supported by the following:
1.Lecture material or Scripture
2.Good examples (pertinent
conceptual or personal
examples
3.Thoughtful analysis
(considering assumptions,
analyzing implications,
comparing/contrasting
concept)
12.5 to 13 points:
Major points are largely supported by the following:
1.Lecture material or
Scripture
2.Good examples (pertinent
conceptual or personal
examples
3.Thoughtful analysis
(considering assumptions,
analyzing implications,
comparing/contrasting
concept)
1 to 12 points:
Major points are lacking substantial support by the following:
1.Lecture material or
Scripture
2.Good examples
(pertinent
conceptual or personal
examples
3.Thoughtful analysis
(considering
assumptions,
analyzing implications,
comparing/contrasting
concept)
0 points
Not present
Structure (30%)
Advanced
92-100%
Proficient
84-91%
Developing
1-83%
Not present
Total
%
Spelling, Grammar & APA
14.25 to 15.5 points:
Little to no errors in spelling, grammar and APA
13.25 to 14 points:
Some errors in spelling, grammar & APA
1 to 13 points:
Numerous errors in spelling, grammar & APA
0 points
Not present
Sufficient Length
6.5 to 7 points:
5 pages of content and a title page (reference page if needed)
5.5 to 6 points:
Paper runs a bit long or a bit short of page requirements
1 to 5 points:
Paper is more than three pages too long/too short
0 points
Not present
Professor Comments:
Total:
I. INTRODUCTION
A. Purpose of Document
This paper1 was designed to accompany the Model Policy on
Social Media established by the IACP National Law Enforcement
Policy Center. This paper provides essential background materi-
al and supporting documentation to impart greater understand-
ing of the developmental philosophy and implementation
requirements for the model policy. This material will be of value
to law enforcement executives in their efforts to tailor the model
policy to the requirements and the circumstances of their com-
munities and their law enforcement agencies.
B. Background
Personal Internet access has gro.
I. INTRODUCTIONA. Purpose of DocumentThis paper1 was des.docxwilcockiris
I. INTRODUCTION
A. Purpose of Document
This paper1 was designed to accompany the Model Policy on
Social Media established by the IACP National Law Enforcement
Policy Center. This paper provides essential background materi-
al and supporting documentation to impart greater understand-
ing of the developmental philosophy and implementation
requirements for the model policy. This material will be of value
to law enforcement executives in their efforts to tailor the model
policy to the requirements and the circumstances of their com-
munities and their law enforcement agencies.
B. Background
Personal Internet access has grown exponentially over the last
decade, facilitating the growth in popularity of the World Wide
Web and, more recently, social media. For the purpose of this dis-
cussion paper, social media is defined as a category of Internet-
based resources that integrate user-generated content and user
participation. Social media tools have become synonymous with
popular culture and new waves of personal communication.
People of all ages and organizations of all types are using these
tools like never before.
Social media has many uses for government agencies includ-
ing law enforcement agencies. The characteristics of community
collaboration and interactive communication that are at the core
of social media, lend directly to the core of democratic culture,
and allow for positive community interaction and effective deliv-
ery of services. Community policing, investigations, and other
strategic initiatives can all be enhanced with the effective use of
social media.
The increase in personal social media usage across demo-
graphics also means that more and more law enforcement per-
sonnel are engaging in these tools on a personal level. Misuse of
social media can lead to harsh consequences for both the indi-
vidual and his or her agency.
The IACP Model Policy on Social Media was established in order
to assist law enforcement agencies in developing appropriate
procedures and guidelines for both official department use of
social media tools as well as personal use by agency employees.
The purpose of this discussion paper is to educate law enforce-
ment managers and executives on the uses and abuses of social
media. As the age of technology continues to expand, the use of
social media should be supervised closely in order to ensure eth-
ical, effective, and lawful police applications.
C. Policy Development
In response to the rise in use of social media, police depart-
ments should draft and implement policies that regulate social
media use among employees, as well as determine proper and
effective department use. The model social media policy was
developed to establish an agency’s position on the utility and
management of social media tools as well as provide guidelines
for personal usage of social media for agency personnel.
As noted above, many of the legal issues surrounding social
media have not yet been settled in the court sy.
Using Social Media to Enhance Civic Engagement in U.S. Federal AgenciesYasmin Fodil
This report was created by Yasmin Fodil and Anna York for their Harvard Kennedy School masters thesis, and looks at the use of social media to enhance civic participation in the United States and the United Kingdom in order to make recommendations to U.S. federal agencies on how to move forward.
CJUS 520Policy Development Draft InstructionsLaw enforcemen.docxmonicafrancis71118
CJUS 520
Policy Development: Draft Instructions
Law enforcement organizations are facing a tremendous problem with social media. On one hand, social media such as Facebook, My Space, and Twitter can be extremely useful for effective and efficient communication. On the other hand, Law Enforcement Executives are constantly facing situations in which employee misconduct is occurring through social media. Police Officers are accessing social media from their workstations and patrol cars during their shifts. Police Officers are posting information that is unbecoming for an officer as well as degrading and disrespectful to the profession. Police unions and police officer organizations such as the Fraternal Order of Police and the PBA are opposed to departmental policies that infringe on police officers’ constitutional rights. How do law enforcement organizations regulate the use of social media? Just about every major law enforcement organization has a Facebook account associated with the organization’s website. Therefore, should law enforcement organizations regulate individual officer’s social media activity?
As the policy manager for your law enforcement organization, please research the best practices related to the regulation of police officers’ use of social media and develop a department policy. This research should include interviews with your local law enforcement leaders to determine how they are addressing this issue. In addition, please read the “Social Media” study conducted by the International Association of Chiefs of Police; it can be found in the Reading & Study folder of Module/Week 4.
You must have at least 5 pages not including your title page.
The Policy Development: Draft is to be submitted by 11:59 p.m. (ET) on Sunday of Module/Week 4.
CJUS 520
Student Name:
Criterion
Point Value
Points Possible
Points given &
instructor comments
All key components of the question are answered in the paper
14
75
Clear, logical flow to paper
14
Major points are stated clearly
14
Major points are supported by the following:
1. lecture material or Scripture
2. good examples (pertinent conceptual or personal examples are acceptable),
3. thoughtful analysis (considering assumptions, analyzing implications, comparing/contrasting concepts)
15
Spelling, grammar & APA
10
Sufficient length (5 pages), & title page
8
Policy Development: Draft Grading Rubric
Total Points: _____/75
.
I. INTRODUCTIONA. Purpose of DocumentThis paper1 was des.docxwilcockiris
I. INTRODUCTION
A. Purpose of Document
This paper1 was designed to accompany the Model Policy on
Social Media established by the IACP National Law Enforcement
Policy Center. This paper provides essential background materi-
al and supporting documentation to impart greater understand-
ing of the developmental philosophy and implementation
requirements for the model policy. This material will be of value
to law enforcement executives in their efforts to tailor the model
policy to the requirements and the circumstances of their com-
munities and their law enforcement agencies.
B. Background
Personal Internet access has grown exponentially over the last
decade, facilitating the growth in popularity of the World Wide
Web and, more recently, social media. For the purpose of this dis-
cussion paper, social media is defined as a category of Internet-
based resources that integrate user-generated content and user
participation. Social media tools have become synonymous with
popular culture and new waves of personal communication.
People of all ages and organizations of all types are using these
tools like never before.
Social media has many uses for government agencies includ-
ing law enforcement agencies. The characteristics of community
collaboration and interactive communication that are at the core
of social media, lend directly to the core of democratic culture,
and allow for positive community interaction and effective deliv-
ery of services. Community policing, investigations, and other
strategic initiatives can all be enhanced with the effective use of
social media.
The increase in personal social media usage across demo-
graphics also means that more and more law enforcement per-
sonnel are engaging in these tools on a personal level. Misuse of
social media can lead to harsh consequences for both the indi-
vidual and his or her agency.
The IACP Model Policy on Social Media was established in order
to assist law enforcement agencies in developing appropriate
procedures and guidelines for both official department use of
social media tools as well as personal use by agency employees.
The purpose of this discussion paper is to educate law enforce-
ment managers and executives on the uses and abuses of social
media. As the age of technology continues to expand, the use of
social media should be supervised closely in order to ensure eth-
ical, effective, and lawful police applications.
C. Policy Development
In response to the rise in use of social media, police depart-
ments should draft and implement policies that regulate social
media use among employees, as well as determine proper and
effective department use. The model social media policy was
developed to establish an agency’s position on the utility and
management of social media tools as well as provide guidelines
for personal usage of social media for agency personnel.
As noted above, many of the legal issues surrounding social
media have not yet been settled in the court sy.
Using Social Media to Enhance Civic Engagement in U.S. Federal AgenciesYasmin Fodil
This report was created by Yasmin Fodil and Anna York for their Harvard Kennedy School masters thesis, and looks at the use of social media to enhance civic participation in the United States and the United Kingdom in order to make recommendations to U.S. federal agencies on how to move forward.
CJUS 520Policy Development Draft InstructionsLaw enforcemen.docxmonicafrancis71118
CJUS 520
Policy Development: Draft Instructions
Law enforcement organizations are facing a tremendous problem with social media. On one hand, social media such as Facebook, My Space, and Twitter can be extremely useful for effective and efficient communication. On the other hand, Law Enforcement Executives are constantly facing situations in which employee misconduct is occurring through social media. Police Officers are accessing social media from their workstations and patrol cars during their shifts. Police Officers are posting information that is unbecoming for an officer as well as degrading and disrespectful to the profession. Police unions and police officer organizations such as the Fraternal Order of Police and the PBA are opposed to departmental policies that infringe on police officers’ constitutional rights. How do law enforcement organizations regulate the use of social media? Just about every major law enforcement organization has a Facebook account associated with the organization’s website. Therefore, should law enforcement organizations regulate individual officer’s social media activity?
As the policy manager for your law enforcement organization, please research the best practices related to the regulation of police officers’ use of social media and develop a department policy. This research should include interviews with your local law enforcement leaders to determine how they are addressing this issue. In addition, please read the “Social Media” study conducted by the International Association of Chiefs of Police; it can be found in the Reading & Study folder of Module/Week 4.
You must have at least 5 pages not including your title page.
The Policy Development: Draft is to be submitted by 11:59 p.m. (ET) on Sunday of Module/Week 4.
CJUS 520
Student Name:
Criterion
Point Value
Points Possible
Points given &
instructor comments
All key components of the question are answered in the paper
14
75
Clear, logical flow to paper
14
Major points are stated clearly
14
Major points are supported by the following:
1. lecture material or Scripture
2. good examples (pertinent conceptual or personal examples are acceptable),
3. thoughtful analysis (considering assumptions, analyzing implications, comparing/contrasting concepts)
15
Spelling, grammar & APA
10
Sufficient length (5 pages), & title page
8
Policy Development: Draft Grading Rubric
Total Points: _____/75
.
Question BIn other classes you will have met the HTPHPI metho.docxmakdul
Question B
In other classes you will have met the HTP/HPI methodology with its accreditation as Certified Performance Technologist (CPT). Based on your article and text readings address how ethics impact the performance improvement and learning consultant.
Progressive Case Study Discussion
MacArthur and Associates is a business solutions organization. The company was founded in 1962 and is celebrating 50 years in business. The company started as a small temporary personnel firm. Eventually, the company expanded into a firm that specializes in staffing, contract IT services, equipment leasing, and HR services. The company is privately held by the MacArthur family. The founder’s son is currently the CEO and daughter is the CFO. Both the son and daughter were brought up in the firm and assumed their positions when their father retired 10 years ago.
MacArthur and Associates has regional offices in most states and the corporate office is located in Dallas, Texas. MacArthur provides services to approximately 5000 businesses nationally catering to the small and medium sized businesses with revenues under $100,000,000. MacArthur provides services through either their staff or personnel of around 20,000 temporary and fulltime service providers. Full-time employees number at 500 nationally.
The company is financially sound and has traditionally small to moderate growth annually. At 50 years old, the company is positioned to make significant growth. MacArthur is looking to improve performance as well as their ability to function as a learning organization. You (the leader) and your team have been hired as consultants to assist them with making the necessary changes. Apply the theories, concepts, and applications you learned throughout the course. Feel free to incorporate other components that will realistically improve the scenario. You will present the top three models for them to consider. Include your ethical guidelines as a consultant. The report should be a minimum of 200 words with supporting references. Please make a recommendation with your explanation for each model. Be sure to participate among your classmates by sharing your thoughts on their theories and strategies, as well.
should be 75 to 150 words, but may go longer depending on the topic.If you use any source outside of your own thoughts, you should reference that source.Include solid grammar, punctuation, sentence structure, and spelling
RUNNING HEAD: DATA COLLECTION1
RUNNING HEAD: CRIME DATA SOURCES 3
The data that I have researched to show that there is a problem regarding raising cases of homicide is obtained from the National Incident-Based Reporting System (NIRS). This database contains information of all the homicide incidents reported to police. The study has the assumption that all homicide crimes have been reported. The second source of data is using previously research article through conducting a systematic review of published work.
The sou ...
John HendersonTywon PettyAndrew shearer2.6.2020GSL 630.docxvrickens
John Henderson
Tywon Petty
Andrew shearer
2.6.2020
GSL 630 strategic project management
Project Charter
team 3
1
AGENDA
Develop Project Charter - Chicago
2
Inputs: Business Documents
Business Case
Increasing levels of gun violence over last 5 years.
High economic cost
High human cost
Community distrust of police due to over policing.
Disproportionalities in stops, searches, arrests.
Lack of collaboration with community in reduction strategies
Perceptions of police bias
3
Inputs: Business Documents
Business Case (continued)
Portland Police Bureau Gang Enforcement
Since 2013 shootings have gone
Since 2013 group related nexus
4
Inputs: AGREEMENTS
Collaboration with academics on ways to review existing data to identity those most at risk for violence
Prevention through collaboration with service providers to connect with those at risk.
Collaboration with community for transparency, understanding, and support
5
Inputs: Enterprise Environmental Factors
External Factors
Internal Factors
Gun violence areas receive a harsher hand when carrying out justice
Governments lean towards more prisons /incarceration and less rehabilitation
Gun violence areas are sometimes low-income, hi-drug reported, hi-crime rate, and over-extended social and emergency services.
Historical distrust of police and government/ vise-versa
Gun-violence areas have social & health infrastructure that is extended and under resourced
Communication channels are lack-luster because of poor coms between families, police, and courts
6
Inputs: Organizational Process Assets
Specialized investigative Police team focused on gun violence response.
Biweekly shooting reviews of every incident where all criminal justice stakeholders are at the table
A collaboration among the LE partners to ensure that the most violent offenders are the focus to prevent the NEXT shooting, not just solve the last shooting.
Historical, Pattern, and Trend analysis
7
Tools and Techniques – Expert Judgement
Subject matter experts to include:
National Institute for Criminal Justice Reform (NICJR)
California Partnership for Safer Communities (CPSC)
L.E. executives (Oakland, Stockton, Chicago, Boston)
Outreach organizations from listed cities (Unite Oakland, READI Chicago, etc.)
Academics
The first category of Tools and techniques is Expert judgment. In the context of a gun violence reduction strategy seeking out those in the industry with lived experiences in developing similar strategies in other communities should be consulted with. In our case, seeking the expert judgement of organizations such as the California Partnership for Safer Communities (CPSC) and the National Institute for Criminal Justice Reform (NICJR) would be critical. They have been instrumental in developing and implementing similar programs in other cities so their technical knowledge is invaluable. Entering into partnership with them as consul ...
Using procedural justice as an orienting framework, a "contact-based policing" paradigm is supported by the findings of this original qualitative case study that examines police officer interpretations of officer-initiated contacts.
The findings of this research study (purchase on Amazon.com) examines the impact social media has on consumers and decision-makers around the world and characterizes the impact of social influence models. The Social Mind research explores the best practices of using social business as a platform to strengthen sustainable methods for working and living in new, interactive and collaborative business world. It identifies key characteristics and insights into the engagement behaviors of influencers and individuals, and how organizations can maximize reach and influence to execute on what we call the new Principals of Engagement in the Millennium.
Social business is dynamically changing the face of human interaction and communications globally. The emergence of new social behaviors and interrelationships between individuals, organizations, thought leaders and influencers are evolving in new and previously unforeseen ways primarily because of social media networks and peer groups.
A disruption is in the making, but this time, human behavior is the driver, not technology. People want and need to get the information they need at the time they desire it, especially from those they consider to be experts. We are returning to the “apple cart” of yesteryear. However, this time around we are armed with digital devices to extend our global ability to talk with the companies and people who inform our decisions.
This paradigm shift is a major communications innovation in all markets, which is radically changing the way people and organizations engage and behave online. There is also a strong link between social networking and what might be called “a new global anthropology” that is developing because of these new behaviors, interactions and interrelationships between cultures enabled through social business.
Over the past three years Vanessa DiMauro, Peter Auditore and myself, all Society for New Communications Research fellows, have embarked on a series of research studies to understand this new and evolving business platform and its impact on social communications and influence.
The internet, smartphones and social media have become tools for citizens to perform activities that fall within the range of police work and the work of other organisations dealing with public security. Like modern Sherlock Holmes citizens assist the police and go beyond. They report on crimes, investigate, identify suspects and form vigilante groups. Citizens employ social media for criminal investigation, for crime prevention or for ensuring public security independent of police and to watch and publicly share actions with law enforcement agencies (LEAs).
To use Twitter to its fullest potential for public communications, emergency management, and other functions, law enforcement agencies must first understand the medium -- not only how
citizens use it, but also how their peers use it both officially and unofficially. This study, a survey of 1,089 police and police-related Twitter accounts, used 25 different criteria to show how agencies and officers are using Twitter, where they can improve, and implications for their future use.
Social Media Networking Site Usage Demographics Statsrishibajaj8
Social media are interactive, computer-mediated technologies that facilitate the creation and
exchange of ideas, information, professional skills and other forms of expression across virtual
communities and networks, to estimate the social media technology using among population.
· There is a good portion of our society that feels healthcare sho.docxoswald1horne84988
· There is a good portion of our society that feels healthcare should be free as well. Of course, there are pros and cons to both. We can learn from countries with universal healthcare like Canada, Switzerland, and Japan. I think one aspect that the United States must be ready for is the increase in taxes. Though it may seem to be an expensive tax deduction, it may very well balance out, when you consider all the pros.
Class - if you were to interview or get more information from countries that have universal healthcare, what do you think they would have to say about the pros and cons?
BCJ 4101, Police and Community Relations 1
Course Learning Outcomes for Unit IV
Upon completion of this unit, students should be able to:
5. Explain the importance of a good relationship between law enforcement and the media.
6. Discuss police-community relationships regarding the media, gangs, and the process of assimilation.
6.1 Discuss police-community relationships regarding the media.
Reading Assignment
Chapter 7:
Building Partnerships: A Cornerstone of Community Policing
Chapter 8:
Forming Partnerships with the Media
Unit Lesson
If you are a fan of some of the older detective shows, the ones that were in black and white or maybe
produced just shortly after color television was invented, then you are familiar with the notion of law
enforcement having partners. This concept of law enforcement having partners that work with them to
investigate crimes, help citizens, and engage in other social activities is embedded in the history of law
enforcement. Thus, it should be no surprise that when we talk about community policing, it is necessary for
partnerships to be established between various community entities to ensure that the entire community is
protected and served by law enforcement.
In communities, partnerships take on many forms. They can be between two individuals, an organization and
individual, multiple individuals, multiple agencies, or multiple individuals and agencies. The term collaboration
is often used to represent the coming together of various agencies and individuals that are working together
to achieve a common goal. In addition to working together, these agencies and individuals pool their
resources together to help achieve the goal. In order for collaboration to be successful, trust between the
individuals and agencies involved must be at the core of that collaboration process. Once trust is at the core,
that trust must then be surrounded by the following components to ensure a successful collaboration results:
key stakeholders, shared visions and common goals, expertise, teamwork strategies, open communication,
motivated partners, sufficient means (resources), and an action plan (Miller, Hess, & Orthmann, 2014).
It is imperative that law enforcement agencies make time for the development of partnerships and problem-
solving. Changing beats and shift assignments can be a hin.
Review the feedback you received from your instructor for the Pojosephineboon366
Review the feedback you received from your instructor for the Policy Development Draft. Make the necessary changes to your work, and resubmit the final Policy Development.
Law Enforcement Organizations are facing a tremendous problem with social media. On one hand, social media such as Facebook, My Space, and Twitter can be extremely useful for effective and efficient communication. On the other hand, Law Enforcement Executives are constantly facing situations in which employee misconduct is occurring through social media. Police Officers are accessing social media from their workstations and patrol cars during their shifts. Police Officers are posting information that is unbecoming for an officer as well as degrading and disrespectful to the profession. Police Unions and Police Officer Organizations such as the Fraternal Order of Police and the PBA are opposed to departmental policies that infringe on police officers’ constitutional rights. How do law enforcement organizations regulate the use of social media? Just about every major law enforcement organization has a Facebook account associated with the organization’s website. Therefore, should law enforcement organizations regulate individual officer’s social media activity?
As the policy manager for your law enforcement organization, please research the best practices related to the regulation of police officers use of social media and develop a department policy. This research should include interviews with your local law enforcement leaders to determine how they are addressing this issue. In addition, please read the “Social Media” study conducted by the International Association of Chiefs of Police; it can be found in the Reading & Study folder of Module/Week 8.
You must have at least 5 pages not including your title page.
...
§ 6.01 IntroductionBackground checks are an important component .docxharrisonhoward80223
§ 6.01 Introduction
Background checks are an important component of an effective compliance program under the United States Sentencing Guidelines Manual, § 8B2.1(b)(3) (2011). If the personnel involved in promulgating the compliance program are known as people of integrity then the compliance program will be perceived as the result of a sincere effort to create a culture of ethics within the corporation.
Since the integrity of the senior management, compliance officer, and the compliance office personnel is critical to the effectiveness of the compliance program, enhanced background checks need to be conducted on all personnel who are involved in the conduct and dissemination of the compliance program.
__________
Timing:
These background checks should be conducted at the time of employment, promotion, salary increase or change of position to a compliance related function.
__________
Typically, conducting background checks on certain prospective employees can be an important part of the employee selection process for any company.
__________
Timing:
Background checks may also be advisable for employees considered for promotion or transfer into managerial or sensitive positions, or those positions which involve unsupervised employee contact with customers.
__________
__________
Strategic Point:
This practice should be reinforced throughout the company in hiring all employees since every employee is involved in promoting and participating in the compliance program.
__________
§ 6.02 Steps Involved in the Background Check Process
__________Trap:Strategic Point:
While seemingly straightforward, the steps required to conduct a legal background check are full of traps for the unwary. As a matter of federal law (and the law of many states), the process involves the following steps:
· 1.Obtain written consent for a background check from the applicant or employee;
· 2.Obtain and analyze the results of the background check;
· 3.Provide a copy of the background check to the applicant (if the results are relevant to the selection process) along with a written statement of rights and request a response;
· 4.Provide the applicant with an opportunity to respond with written comments to the background check results;
· 5.Consider the applicant’s written comments and the background check results in making a final determination as to whether the applicant will be hired, promoted, or transferred, and;
· 6.Provide the applicant with written notice (if the background check results are relevant to the selection process) of the fact that the background check results played a part in the selection process and that the applicant was not selected as a result.
__________
__________Warning:
These steps are more than just a set of best practices, they are designed to help an employer fully comply with the requirements of the Fair Credit Reporting Act. Failing to follow one or more of these steps when using background checks for employment decisions can leave a c.
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In other classes you will have met the HTP/HPI methodology with its accreditation as Certified Performance Technologist (CPT). Based on your article and text readings address how ethics impact the performance improvement and learning consultant.
Progressive Case Study Discussion
MacArthur and Associates is a business solutions organization. The company was founded in 1962 and is celebrating 50 years in business. The company started as a small temporary personnel firm. Eventually, the company expanded into a firm that specializes in staffing, contract IT services, equipment leasing, and HR services. The company is privately held by the MacArthur family. The founder’s son is currently the CEO and daughter is the CFO. Both the son and daughter were brought up in the firm and assumed their positions when their father retired 10 years ago.
MacArthur and Associates has regional offices in most states and the corporate office is located in Dallas, Texas. MacArthur provides services to approximately 5000 businesses nationally catering to the small and medium sized businesses with revenues under $100,000,000. MacArthur provides services through either their staff or personnel of around 20,000 temporary and fulltime service providers. Full-time employees number at 500 nationally.
The company is financially sound and has traditionally small to moderate growth annually. At 50 years old, the company is positioned to make significant growth. MacArthur is looking to improve performance as well as their ability to function as a learning organization. You (the leader) and your team have been hired as consultants to assist them with making the necessary changes. Apply the theories, concepts, and applications you learned throughout the course. Feel free to incorporate other components that will realistically improve the scenario. You will present the top three models for them to consider. Include your ethical guidelines as a consultant. The report should be a minimum of 200 words with supporting references. Please make a recommendation with your explanation for each model. Be sure to participate among your classmates by sharing your thoughts on their theories and strategies, as well.
should be 75 to 150 words, but may go longer depending on the topic.If you use any source outside of your own thoughts, you should reference that source.Include solid grammar, punctuation, sentence structure, and spelling
RUNNING HEAD: DATA COLLECTION1
RUNNING HEAD: CRIME DATA SOURCES 3
The data that I have researched to show that there is a problem regarding raising cases of homicide is obtained from the National Incident-Based Reporting System (NIRS). This database contains information of all the homicide incidents reported to police. The study has the assumption that all homicide crimes have been reported. The second source of data is using previously research article through conducting a systematic review of published work.
The sou ...
John HendersonTywon PettyAndrew shearer2.6.2020GSL 630.docxvrickens
John Henderson
Tywon Petty
Andrew shearer
2.6.2020
GSL 630 strategic project management
Project Charter
team 3
1
AGENDA
Develop Project Charter - Chicago
2
Inputs: Business Documents
Business Case
Increasing levels of gun violence over last 5 years.
High economic cost
High human cost
Community distrust of police due to over policing.
Disproportionalities in stops, searches, arrests.
Lack of collaboration with community in reduction strategies
Perceptions of police bias
3
Inputs: Business Documents
Business Case (continued)
Portland Police Bureau Gang Enforcement
Since 2013 shootings have gone
Since 2013 group related nexus
4
Inputs: AGREEMENTS
Collaboration with academics on ways to review existing data to identity those most at risk for violence
Prevention through collaboration with service providers to connect with those at risk.
Collaboration with community for transparency, understanding, and support
5
Inputs: Enterprise Environmental Factors
External Factors
Internal Factors
Gun violence areas receive a harsher hand when carrying out justice
Governments lean towards more prisons /incarceration and less rehabilitation
Gun violence areas are sometimes low-income, hi-drug reported, hi-crime rate, and over-extended social and emergency services.
Historical distrust of police and government/ vise-versa
Gun-violence areas have social & health infrastructure that is extended and under resourced
Communication channels are lack-luster because of poor coms between families, police, and courts
6
Inputs: Organizational Process Assets
Specialized investigative Police team focused on gun violence response.
Biweekly shooting reviews of every incident where all criminal justice stakeholders are at the table
A collaboration among the LE partners to ensure that the most violent offenders are the focus to prevent the NEXT shooting, not just solve the last shooting.
Historical, Pattern, and Trend analysis
7
Tools and Techniques – Expert Judgement
Subject matter experts to include:
National Institute for Criminal Justice Reform (NICJR)
California Partnership for Safer Communities (CPSC)
L.E. executives (Oakland, Stockton, Chicago, Boston)
Outreach organizations from listed cities (Unite Oakland, READI Chicago, etc.)
Academics
The first category of Tools and techniques is Expert judgment. In the context of a gun violence reduction strategy seeking out those in the industry with lived experiences in developing similar strategies in other communities should be consulted with. In our case, seeking the expert judgement of organizations such as the California Partnership for Safer Communities (CPSC) and the National Institute for Criminal Justice Reform (NICJR) would be critical. They have been instrumental in developing and implementing similar programs in other cities so their technical knowledge is invaluable. Entering into partnership with them as consul ...
Using procedural justice as an orienting framework, a "contact-based policing" paradigm is supported by the findings of this original qualitative case study that examines police officer interpretations of officer-initiated contacts.
The findings of this research study (purchase on Amazon.com) examines the impact social media has on consumers and decision-makers around the world and characterizes the impact of social influence models. The Social Mind research explores the best practices of using social business as a platform to strengthen sustainable methods for working and living in new, interactive and collaborative business world. It identifies key characteristics and insights into the engagement behaviors of influencers and individuals, and how organizations can maximize reach and influence to execute on what we call the new Principals of Engagement in the Millennium.
Social business is dynamically changing the face of human interaction and communications globally. The emergence of new social behaviors and interrelationships between individuals, organizations, thought leaders and influencers are evolving in new and previously unforeseen ways primarily because of social media networks and peer groups.
A disruption is in the making, but this time, human behavior is the driver, not technology. People want and need to get the information they need at the time they desire it, especially from those they consider to be experts. We are returning to the “apple cart” of yesteryear. However, this time around we are armed with digital devices to extend our global ability to talk with the companies and people who inform our decisions.
This paradigm shift is a major communications innovation in all markets, which is radically changing the way people and organizations engage and behave online. There is also a strong link between social networking and what might be called “a new global anthropology” that is developing because of these new behaviors, interactions and interrelationships between cultures enabled through social business.
Over the past three years Vanessa DiMauro, Peter Auditore and myself, all Society for New Communications Research fellows, have embarked on a series of research studies to understand this new and evolving business platform and its impact on social communications and influence.
The internet, smartphones and social media have become tools for citizens to perform activities that fall within the range of police work and the work of other organisations dealing with public security. Like modern Sherlock Holmes citizens assist the police and go beyond. They report on crimes, investigate, identify suspects and form vigilante groups. Citizens employ social media for criminal investigation, for crime prevention or for ensuring public security independent of police and to watch and publicly share actions with law enforcement agencies (LEAs).
To use Twitter to its fullest potential for public communications, emergency management, and other functions, law enforcement agencies must first understand the medium -- not only how
citizens use it, but also how their peers use it both officially and unofficially. This study, a survey of 1,089 police and police-related Twitter accounts, used 25 different criteria to show how agencies and officers are using Twitter, where they can improve, and implications for their future use.
Social Media Networking Site Usage Demographics Statsrishibajaj8
Social media are interactive, computer-mediated technologies that facilitate the creation and
exchange of ideas, information, professional skills and other forms of expression across virtual
communities and networks, to estimate the social media technology using among population.
· There is a good portion of our society that feels healthcare sho.docxoswald1horne84988
· There is a good portion of our society that feels healthcare should be free as well. Of course, there are pros and cons to both. We can learn from countries with universal healthcare like Canada, Switzerland, and Japan. I think one aspect that the United States must be ready for is the increase in taxes. Though it may seem to be an expensive tax deduction, it may very well balance out, when you consider all the pros.
Class - if you were to interview or get more information from countries that have universal healthcare, what do you think they would have to say about the pros and cons?
BCJ 4101, Police and Community Relations 1
Course Learning Outcomes for Unit IV
Upon completion of this unit, students should be able to:
5. Explain the importance of a good relationship between law enforcement and the media.
6. Discuss police-community relationships regarding the media, gangs, and the process of assimilation.
6.1 Discuss police-community relationships regarding the media.
Reading Assignment
Chapter 7:
Building Partnerships: A Cornerstone of Community Policing
Chapter 8:
Forming Partnerships with the Media
Unit Lesson
If you are a fan of some of the older detective shows, the ones that were in black and white or maybe
produced just shortly after color television was invented, then you are familiar with the notion of law
enforcement having partners. This concept of law enforcement having partners that work with them to
investigate crimes, help citizens, and engage in other social activities is embedded in the history of law
enforcement. Thus, it should be no surprise that when we talk about community policing, it is necessary for
partnerships to be established between various community entities to ensure that the entire community is
protected and served by law enforcement.
In communities, partnerships take on many forms. They can be between two individuals, an organization and
individual, multiple individuals, multiple agencies, or multiple individuals and agencies. The term collaboration
is often used to represent the coming together of various agencies and individuals that are working together
to achieve a common goal. In addition to working together, these agencies and individuals pool their
resources together to help achieve the goal. In order for collaboration to be successful, trust between the
individuals and agencies involved must be at the core of that collaboration process. Once trust is at the core,
that trust must then be surrounded by the following components to ensure a successful collaboration results:
key stakeholders, shared visions and common goals, expertise, teamwork strategies, open communication,
motivated partners, sufficient means (resources), and an action plan (Miller, Hess, & Orthmann, 2014).
It is imperative that law enforcement agencies make time for the development of partnerships and problem-
solving. Changing beats and shift assignments can be a hin.
Review the feedback you received from your instructor for the Pojosephineboon366
Review the feedback you received from your instructor for the Policy Development Draft. Make the necessary changes to your work, and resubmit the final Policy Development.
Law Enforcement Organizations are facing a tremendous problem with social media. On one hand, social media such as Facebook, My Space, and Twitter can be extremely useful for effective and efficient communication. On the other hand, Law Enforcement Executives are constantly facing situations in which employee misconduct is occurring through social media. Police Officers are accessing social media from their workstations and patrol cars during their shifts. Police Officers are posting information that is unbecoming for an officer as well as degrading and disrespectful to the profession. Police Unions and Police Officer Organizations such as the Fraternal Order of Police and the PBA are opposed to departmental policies that infringe on police officers’ constitutional rights. How do law enforcement organizations regulate the use of social media? Just about every major law enforcement organization has a Facebook account associated with the organization’s website. Therefore, should law enforcement organizations regulate individual officer’s social media activity?
As the policy manager for your law enforcement organization, please research the best practices related to the regulation of police officers use of social media and develop a department policy. This research should include interviews with your local law enforcement leaders to determine how they are addressing this issue. In addition, please read the “Social Media” study conducted by the International Association of Chiefs of Police; it can be found in the Reading & Study folder of Module/Week 8.
You must have at least 5 pages not including your title page.
...
Similar to Policy Development Rough Draft Grading RubricCriteriaLevels.docx (20)
§ 6.01 IntroductionBackground checks are an important component .docxharrisonhoward80223
§ 6.01 Introduction
Background checks are an important component of an effective compliance program under the United States Sentencing Guidelines Manual, § 8B2.1(b)(3) (2011). If the personnel involved in promulgating the compliance program are known as people of integrity then the compliance program will be perceived as the result of a sincere effort to create a culture of ethics within the corporation.
Since the integrity of the senior management, compliance officer, and the compliance office personnel is critical to the effectiveness of the compliance program, enhanced background checks need to be conducted on all personnel who are involved in the conduct and dissemination of the compliance program.
__________
Timing:
These background checks should be conducted at the time of employment, promotion, salary increase or change of position to a compliance related function.
__________
Typically, conducting background checks on certain prospective employees can be an important part of the employee selection process for any company.
__________
Timing:
Background checks may also be advisable for employees considered for promotion or transfer into managerial or sensitive positions, or those positions which involve unsupervised employee contact with customers.
__________
__________
Strategic Point:
This practice should be reinforced throughout the company in hiring all employees since every employee is involved in promoting and participating in the compliance program.
__________
§ 6.02 Steps Involved in the Background Check Process
__________Trap:Strategic Point:
While seemingly straightforward, the steps required to conduct a legal background check are full of traps for the unwary. As a matter of federal law (and the law of many states), the process involves the following steps:
· 1.Obtain written consent for a background check from the applicant or employee;
· 2.Obtain and analyze the results of the background check;
· 3.Provide a copy of the background check to the applicant (if the results are relevant to the selection process) along with a written statement of rights and request a response;
· 4.Provide the applicant with an opportunity to respond with written comments to the background check results;
· 5.Consider the applicant’s written comments and the background check results in making a final determination as to whether the applicant will be hired, promoted, or transferred, and;
· 6.Provide the applicant with written notice (if the background check results are relevant to the selection process) of the fact that the background check results played a part in the selection process and that the applicant was not selected as a result.
__________
__________Warning:
These steps are more than just a set of best practices, they are designed to help an employer fully comply with the requirements of the Fair Credit Reporting Act. Failing to follow one or more of these steps when using background checks for employment decisions can leave a c.
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¡A Presentar en Español!
Prepare: To prepare for this activity, review the vocabulary and grammar explanations from Capítulo 4. Continue to practice conjugating verbs in the present tense, to ask and answer questions, and to familiarize yourself with the vocabulary by completing several of the assigned practice activities in MySpanishLab.
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Write: Choose one of the following activities to use for your initial response.
· Activity #1: In Capítulo 4 of your primary text, explore activity 4-20 Qué Será, Será… (p. 148). Use the ir + a + infinitive construction to predict the future for yourself, your friends, your family, famous people, and so forth.
Write five predictions of what will occur in the future for five different subjects (e.g., your children, the president of the United States, you, etc.). Consult page 148 for a model.
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· ¿Por qué son importantes o interesantes?
· Normalmente, ¿qué haces allí?
· ¿Adónde vas los fines de semana?
· ¿Qué te gusta de tu pueblo o de tu ciudad?
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· Yo (no) soy un/a consejero/a perfecto/a porque…
· Dos trabajos voluntarios que me gustan son …
· Hay muchas residencias de ancianos en los Estados Unidos porque…
· Yo apoyo al candidato __________ porque . . .
· Cuando repartes comidas, puedes . . .
Respond to Peers: Read through your classmates’ posts. Choose two different posts, and ask one question to each classmate, in Spanish, to elicit more information (Due by Day 5). Also, respond to one of the questions posed by your classmates in response to your initial post (Due by Day 5).
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· Your initial post (Due by Day 3)
· A question posed to classmate 1 (Due by Day 5)
· A question posed to classmate 2 (Due by Day 5)
· An answer to a question posed by a classmate in response to your initial post (Due by Day 7)
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You are the Human Resource Director for a 500-bed hospital. You have learned that the American Professionals Union is attempting to unionize your 1,000 registered nurses. The CEO has asked you to draft a plan—either supporting the nurses in their efforts OR attempting to remain union-free. Draft solid arguments—either pro or con—for presentation and recommendation to the CEO.
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The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
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Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Policy Development Rough Draft Grading RubricCriteriaLevels.docx
1. Policy Development: Rough Draft Grading Rubric
Criteria
Levels of Achievement
Content
(70%)
Advanced
92-100%
Proficient
84-91%
Developing
1-83%
Not present
Total
%
Answer Specificity
20.5 to 22.5 points:
All key components of the topic are thoroughly discussed in the
paper.
18.5 to 20 points:
All key components of the question are largely answered in the
paper with few exceptions.
1 to 18 points:
Key portions of assigned questions are left unanswered.
0 points
Not present
Logic & Clarity
13.5 to 15 points:
Clear, logical flow to paper; major points are stately clearly.
12.5 to 13 points:
Clear logical flow to paper; major points are stated clearly for
the most part.
2. 1 to 12 points:
Lack of clarity and failure to logically explain and communicate
answers is the norm.
0 points
Not present
Research & Support
13.5 to 15 points:
Major points are thoroughly supported by the following:
1.Lecture material or Scripture
2.Good examples (pertinent
conceptual or personal
examples
3.Thoughtful analysis
(considering assumptions,
analyzing implications,
comparing/contrasting
concept)
12.5 to 13 points:
Major points are largely supported by the following:
1.Lecture material or
Scripture
2.Good examples (pertinent
conceptual or personal
examples
3.Thoughtful analysis
(considering assumptions,
analyzing implications,
comparing/contrasting
concept)
1 to 12 points:
3. Major points are lacking substantial support by the following:
1.Lecture material or
Scripture
2.Good examples
(pertinent
conceptual or personal
examples
3.Thoughtful analysis
(considering
assumptions,
analyzing implications,
comparing/contrasting
concept)
0 points
Not present
Structure (30%)
Advanced
92-100%
Proficient
84-91%
Developing
1-83%
Not present
Total
%
Spelling, Grammar & APA
14.25 to 15.5 points:
Little to no errors in spelling, grammar and APA
13.25 to 14 points:
Some errors in spelling, grammar & APA
1 to 13 points:
Numerous errors in spelling, grammar & APA
0 points
4. Not present
Sufficient Length
6.5 to 7 points:
5 pages of content and a title page (reference page if needed)
5.5 to 6 points:
Paper runs a bit long or a bit short of page requirements
1 to 5 points:
Paper is more than three pages too long/too short
0 points
Not present
Professor Comments:
Total:
I. INTRODUCTION
A. Purpose of Document
This paper1 was designed to accompany the Model Policy on
Social Media established by the IACP National Law
Enforcement
Policy Center. This paper provides essential background materi-
al and supporting documentation to impart greater understand-
ing of the developmental philosophy and implementation
requirements for the model policy. This material will be of
value
to law enforcement executives in their efforts to tailor the
5. model
policy to the requirements and the circumstances of their com-
munities and their law enforcement agencies.
B. Background
Personal Internet access has grown exponentially over the last
decade, facilitating the growth in popularity of the World Wide
Web and, more recently, social media. For the purpose of this
dis-
cussion paper, social media is defined as a category of Internet-
based resources that integrate user-generated content and user
participation. Social media tools have become synonymous with
popular culture and new waves of personal communication.
People of all ages and organizations of all types are using these
tools like never before.
Social media has many uses for government agencies includ-
ing law enforcement agencies. The characteristics of community
collaboration and interactive communication that are at the core
of social media, lend directly to the core of democratic culture,
and allow for positive community interaction and effective
deliv-
ery of services. Community policing, investigations, and other
strategic initiatives can all be enhanced with the effective use of
social media.
The increase in personal social media usage across demo-
graphics also means that more and more law enforcement per-
sonnel are engaging in these tools on a personal level. Misuse
of
social media can lead to harsh consequences for both the indi-
vidual and his or her agency.
The IACP Model Policy on Social Media was established in
order
6. to assist law enforcement agencies in developing appropriate
procedures and guidelines for both official department use of
social media tools as well as personal use by agency employees.
The purpose of this discussion paper is to educate law enforce-
ment managers and executives on the uses and abuses of social
media. As the age of technology continues to expand, the use of
social media should be supervised closely in order to ensure
eth-
ical, effective, and lawful police applications.
C. Policy Development
In response to the rise in use of social media, police depart-
ments should draft and implement policies that regulate social
media use among employees, as well as determine proper and
effective department use. The model social media policy was
developed to establish an agency’s position on the utility and
management of social media tools as well as provide guidelines
for personal usage of social media for agency personnel.
As noted above, many of the legal issues surrounding social
media have not yet been settled in the court system. “In a time
where the legal standards as to privacy issues are being inter-
preted at all levels, the need to ensure clear standards are in
place
is more important than ever.”2
Before determining what needs to be accomplished in a social
media policy, it is essential to bring together communications,
legal, and other officials within the agency and municipal juris-
diction to perform a needs assessment. Agencies should also
note, that many issues may be resolved by citing other policies
that may already be in place such as Internet Use, Electronic
Messaging, Code of Conduct, and Media Relations.
7. II. OFFICIAL DEPARTMENT USE
Departments may find great value in the use of various social
media tools. Social media tools can be used for numerous pur-
poses and can be invaluable in many day-to-day law enforce-
ment operations. It is integral that authorization and administra-
tion of any department-sanctioned sites are clearly articulated.
A. Uses
Investigations. Agencies may use social media as an inves-
tigative tool when seeking evidence or information about miss-
ing or wanted persons, gang participation, and web-based
crimes
such as cyberstalking or cyberbullying. For example, in
Franklin,
Indiana, prosecutors and attorneys use social network profiles
as
evidence in cases spanning from underage drinking to child cus-
tody.
A publication of the IACP National Law Enforcement Policy
Center
515 N. Washington St., Alexandria, VA 22314-2357
This document is the result of work performed by the IACP
National Law Enforcement Policy Center. The views and
opinions expressed in this document are sanctioned by the
center’s advisory board and do not necessarily represent the
official position or policies of the International Association of
Chiefs of Police.
IACP National Law Enforcement Policy Center
Social Media
Concepts and Issues Paper
8. September 2010
Prosecutors also tracked the Facebook profile of Will Slinger,
who
was convicted in 2007 of two counts of operating a vehicle
while
under the influence of a controlled substance.
Slinger had smoked marijuana the day he crashed into a van and
killed a passenger inside. On his Facebook page, Slinger refer-
enced his marijuana use and also posted photos of a bong…3
This is just one of many instances across the country where
police and prosecutors are using information found online and
through social networks to put together the pieces of a case and
enhance the evidence against an individual.
Community outreach and information. Departments can use
social media tools to enhance community policing initiatives by
“promoting better communications, providing greater access to
information, fostering greater transparency, allowing for greater
accountability, encouraging broader participation, and providing
a vehicle for collaborative problem solving.”4 For example,
crime
prevention tips may be posted through various online avenues,
online reporting opportunities may be offered, crime maps and
other data may be posted, or these tools may be used to distrib-
ute valuable community and alert information.
Departments across the country are using the various social
media tools to reach out to their communities in new ways and
foster valuable connections throughout their jurisdictions. The
police department in Baltimore, Maryland, uses Twitter, Nixle,
9. and Facebook to enhance relationships and increase knowledge
and safety around the city. Baltimore police use social media
“as
an extension of the local news media because the media can’t
cover everything that happens and involves the department”5
Recruitment and employment. To be competitive employers,
law enforcement agencies must be creative in their outreach and
open to using new tools. Social media provides law enforcement
with the ability to attract, engage, and inform potential appli-
cants on a whole new level. Departments such as the Houston,
Texas, Police Department and the Vancouver, British Columbia,
Police Department use social media tools such as blogs, social
networks, and multimedia-sharing sites to give potential appli-
cants and recruits a unique view of police work. Social media
sites also allow departments to make a connection with the pub-
lic and answer questions they may have about a future career in
law enforcement.6
It is also vital for agencies to recognize the importance of inte-
grating cybervetting procedures into the background investiga-
tion process for potential new hires. But, departments must bal-
ance due diligence with an individual’s privacy concerns to
ensure fair and just hiring practices. The IACP and the Defense
Personnel Security Research Center have developed guidelines
for the assessment of a person’s suitability to hold a position in
a
law enforcement agency using information found on the
Internet.
B. Authorization and Administration
There should be an authorization process for employees wish-
ing to create an account for the benefit of the agency, with the
agency public information officer (PIO), or authorized press
rep-
10. resentative, as the authority overseeing and confirming deci-
sions. In this role, the PIO, or an authorized representative, will
evaluate all requests for use, verify staff being authorized to use
social media tools, and confirm completion of training for
social
media. PIOs, or authorized representatives, should also be
responsible for maintaining a list of all social media application
domain names in use, the names of employee administrators of
these accounts, as well as the associated user identifications and
passwords currently active within their respective agencies.
Should the employee who administers the account be removed
as administrator or no longer be employed by the agency, the
PIO, or an authorized representative, should immediately
change
all passwords and account information.
Freedom of speech for police officers and other similarly situ-
ated public employees has been a difficult issue for many years.
The courts have struggled to define the limits of this protected
right, and the case law on this point has become complex and at
times difficult to apply. U.S. courts have long recognized that
while the First Amendment’s guarantee is a vital part of our
free-
doms, it is not unlimited and may be curtailed when its exercise
causes harm to other important government interests. The prob-
lem for the courts—and for police departments—has been to
determine where to draw the line and how to properly inform
police officers of these legal limitations.7
The complexity of the issue is increased by the courts’ making
distinctions between statements made in a public employee’s
official capacity and those made as a private citizen. This
distinc-
tion is sometimes complicated by the fact that police officers
are
11. widely considered to be on duty at all times, increasing the
diffi-
culty of determining into which category the officer’s speech
falls.8
III. Legal Aspects of Social Media Usage
A. The First Amendment and the Public Employee
The First Amendment to the U.S. Constitution protects most
speech. In this context, the term speech may refer to oral or
writ-
ten communications or other forms of conduct. In some
instances, such communications or conduct may be deemed
detrimental to a police department and the accomplishment of
its
mission. In these cases, discipline may be imposed in order to
repair such damage, prevent future such incidents, or both.
Employees often resist these personnel actions on the grounds
that the communication or conduct was privileged under the
First Amendment.
Statements made in an official capacity. The extent of a pub-
lic employee’s First Amendment rights depends heavily upon
whether the statements in question were or were not made in the
employee’s official capacity. If the statements were made in an
official capacity, the employee’s speech is generally not
protected
by the First Amendment.
As the U.S. Supreme Court has noted, for many years the rule
has been that “a public employee had no right to object to
condi-
tions placed upon the terms of employment—including those
which restricted the exercise of constitutional rights.”9 As a
recent
12. decision states, “when a citizen enters government service, the
citizen by necessity must accept certain limitations on his or her
freedom.”10
A very significant recent ruling regarding a public employee’s
First Amendment rights when a statement is made in his or her
official capacity is the 2006 U.S. Supreme Court decision in
Garcetti v. Ceballos.11 In that case, Ceballos, a deputy district
attor-
ney, was asked by defense counsel to review a case in which,
the
defense counsel claimed, the affidavit police used to obtain a
search warrant was inaccurate. Concluding after the review that
the affidavit contained misrepresentations, Ceballos relayed his
findings to his supervisors, and thereafter wrote a memorandum
recommending dismissal of the case.12
Subsequently, Ceballos claimed that his employers had retali-
2
ated against him for his memo in violation of the First and
Fourteenth Amendments, and he filed suit under 42 U.S.C.
§1983.
The district court rejected Ceballos’s claim, ruling that the
memo
was not protected speech because Ceballos wrote it pursuant to
his employment duties. The Ninth Circuit reversed on the
grounds that the memo’s allegations were protected under the
First Amendment. Upon appeal to the U.S. Supreme Court, how-
ever, the Ninth Circuit was reversed, holding that when public
employees make statements pursuant to their official duties,
they
are not speaking as citizens for First Amendment purposes, and
13. the U.S. Constitution therefore does not insulate their communi-
cations from employer discipline.13 The Court said:
Our holding ... is supported by the emphasis of our precedents
on
affording government employers sufficient discretion to manage
their operations. Employers have heightened interests in
control-
ling speech made by an employee in his or her professional
capac-
ity. Official communications have official consequences,
creating
a need for substantive consistency and clarity. Supervisors must
ensure that their employees’ official communications are accu-
rate, demonstrate sound judgment, and promote the employer’s
mission. ...
We reject ... the notion that the First Amendment shields from
discipline the expressions employees make pursuant to their
pro-
fessional duties. Our precedents do not support the existence of
a
constitutional cause of action behind every statement a public
employee makes in the course of doing his or her job.14
Since police officers are public employees, it appears that the
First Amendment will not prohibit a law enforcement agency
from taking disciplinary action against an officer whose official
statements are deemed to warrant it. But, what constitutes an
official statement is often at issue. Of particular interest to
crimi-
nal justice personnel are the cases in which a departmental
employee has reported to superiors about perceived misconduct
or other problems within the department. Such criticisms have
frequently been held to be official statements and, therefore, not
subject to First Amendment protection—even though they are
14. about matters that are not within areas of the speaker’s own
immediate responsibility.15
However, the courts have pointed out that although First
Amendment protection does not apply, the employee may be
shielded from disciplinary action by other protections. As the
U.S. Supreme Court observed in Garcetti,
Exposing governmental inefficiency and misconduct is a matter
of considerable significance. As the Court noted in Connick
[Connick v. Myers, 461 U.S. 138 (1983)] public employers
should, “as a matter of good judgment,” be “receptive to con-
structive criticism offered by their employees.” The dictates of
sound judgment are reinforced by the powerful network of leg-
islative enactments—such as whistle-blower protection laws and
labor codes—available to those who seek to expose wrongdo-
ing…These imperatives, as well as obligations arising from any
other applicable constitutional provisions and mandates of the
criminal and civil laws, protect employees and provide checks
on
supervisors who would order unlawful or otherwise inappropri-
ate actions.16
Statements by public employees not made in an official
capacity. While official statements are not, under Garcetti, pro-
tected by the First Amendment, the situation is quite different if
the public employee is not speaking in an official capacity, but
instead in his or her capacity as a private citizen. Whether or
not
the employee is speaking as a private citizen may sometimes be
at issue, but where the communication in question is not about
an
official matter, this determination is usually not too difficult.
If the public employee was speaking only in the role of a pri-
15. vate citizen, the employee’s speech may be protected by the
First
Amendment if the communication touches upon a matter of pub-
lic concern.17 However, determining what is or is not a matter
of
public concern can be very difficult, and the courts have recog-
nized this. In several cases, the U.S. Supreme Court has
attempt-
ed to clarify the concept. For example, in City of San Diego v.
Roe,18
the Court said that “public concern is something that is a
subject
of legitimate news interest; that is, a subject of general interest
and of value and concern to the public at the time of publica-
tion.”19 The same Court further described matters of public
con-
cern as being “typically matters concerning government policies
that are of interest to the public at large....”20
If the matter is indeed one of public concern, the courts give
the officer considerable latitude to speak out or to engage in
con-
duct which the courts consider constitutionally protected
speech.
Thus, one of the first inquiries that a court will make in such
cases is whether or not the speech engaged in by the officer
falls
within the area of matters of public concern.21
Even if some forms of speech relate to a matter that falls with-
in an area of public concern, the First Amendment may not nec-
essarily preclude the department from taking steps to discipline
the officer for it. Even when speaking as a private citizen about
matters of public concern, employees may be subject to “speech
restrictions that are necessary for their employers to operate
effi-
16. ciently and effectively.”22
Thus, if an officer’s speech (including conduct) has been sig-
nificantly harmful to the department and its mission, the depart-
ment may take action to prevent further damage. In Roe, the
Court restates the balancing test, adopted by the Pickering
Court
to be used
To reconcile the employee’s right to engage in speech and the
gov-
ernment employer’s right to protect its own legitimate interests
in performing its mission the Pickering Court adopted a balanc-
ing test. It requires a court evaluating restraints on a public
employee’s speech to balance “the interests of the [employee],
as a
citizen, in commenting upon matters of public concern and the
interest of the State, as an employer, in promoting the
efficiency
of the public services it performs through its employees.”23
Note that this Pickering balancing test is applicable only if the
matter that is the subject of the officer’s speech or conduct is
found to be one of public concern.
B. Personal Uses of Social Networking Detrimental to the
Department
Law enforcement personnel, like many citizens today, engage
in social networking, participate in blogging, or otherwise use
the Internet for individual purposes.24 While much of this
activi-
ty is perfectly proper, in some instances what is said or done by
employees on the Internet could be considered detrimental to
the
department and its mission in a number of ways.
17. Revelation of sensitive information. Blogs or other communi-
cations may, inadvertently or otherwise, reveal sensitive infor-
mation about the department’s activities. For example, the com-
munication may include facts potentially damaging to an ongo-
ing investigation, disclose departmental plans for raids or
traffic
checkpoints, or compromise the identities of officers engaged in
undercover work.
3
Sexually explicit communications. Several major court cases
have dealt with litigation over personnel actions based upon an
employee’s use of social media to communicate sexually
explicit
statements, pictures, videos, or other such material.25 Where
the
person posting such material identifies himself or herself as a
police officer, or can be identified as one, the potential for dam-
age to the department’s reputation and hence its effectiveness
may be considerable. [See, most recently, Ontario v. Quon, 560
U.
S. ____ (2010), decided June 17, 2010.]
Defamatory material. Posting defamatory material by an
employee not only is an embarrassment to the department, but
also creates an obvious risk of lawsuits against the department,
the officer, and even supervisors who may have failed to
prevent
or remedy the impropriety.
Communications derogatory of, or offensive to, protected
classes of individuals. Posting racial comments or other
18. material
offensive to persons of a particular race, gender, religion, ethnic
background, or other protected class, can be potentially damag-
ing to the department in several ways. It may strain community
relations, inhibit recruiting, and generate litigation under
various
federal and state laws. It may also interfere with the successful
prosecution of some present or future court case when officers
of
the department post such material, as noted below.
Social media communications and impeachment of police
witnesses. Almost any statement or conduct by a police officer
that calls into question the officer’s credibility as a witness may
be used at a trial either to impeach that officer’s testimony or to
cause him or her to be excluded from testifying. The
implications
for the officer’s career and for law enforcement in general are
obvious.
Further, statements or conduct of an officer that would affect
his or her credibility fall under the requirements of Brady v.
Maryland.26 In 1972, in Giglio v. United States,27 the U.S.
Supreme
Court extended the Brady rule to require that the prosecution
dis-
close to the defense any information relevant to the credibility
of
the government’s witnesses. The disclosure requirement applies
to both prosecution and police and imposes a duty upon police
not only to disclose known information but also to learn of such
information.28 This learn-and-disclose requirement may extend
to
communications made by officers—even in their private lives—
via social media.
19. In light of the above, some attorneys, particularly defense
counsel in criminal cases, search for material posted by police
officers on websites with the hope of finding incriminating
state-
ments that can be used at trial. Such findings have been used to
impeach officers in a number of criminal cases. When an
officer’s
postings indicate bias or a propensity toward violence, in partic-
ular, they become of great value to defense lawyers seeking to
impeach an officer’s testimony and may seriously affect the out-
come of the case.29
This potential for impeachment may extend beyond one par-
ticular case. Criminal defense lawyers are known to engage in
networking with their colleagues to identify officers whose
speech or conduct may call into question their credibility in any
future case in which the officer testifies. In some instances this
may reduce the officer’s usefulness to the department to the
point that the officer must be placed on desk duty or
terminated.30
C. Employee Discipline for Inappropriate Use of Social Media
When an employee uses social media as a means of commu-
nicating matters that give rise to one or more of the foregoing
problems, a department may seek to impose discipline upon the
employee. Such discipline may lawfully be imposed only under
the rules discussed previously. Since in most cases the conduct
in
question will fall into the category of unofficial, personal com-
munications, discipline is possible only when (1) the situation is
not a matter of public interest, or (2) though a matter of public
interest, the Pickering balancing test finds that the departmental
interests outweigh the First Amendment interests of the officer.
20. These principles have been applied in numerous court cases
involving social networking and other uses of electronic social
media by police officers. Many of these cases have resulted in a
finding that the officer’s use of social media was not a matter of
public interest and that the officer was therefore not shielded
from disciplinary action by the First Amendment.
One of the best-known Court decisions of this type is that of
City of San Diego v. Roe.31 The case provides an instructive
exam-
ple of how the Court applies the rules applicable to employee
speech and may be instructive to officers who use social media.
In Roe, the Court considered a First Amendment case involv-
ing sexually explicit behavior by a police officer.32 According
to
the Court, Roe, a San Diego police officer, was terminated for
having
made a video of himself stripping off a police uniform and mas-
turbating. He sold the video on the adults-only section of eBay,
the popular online auction site. ... Roe also sold custom videos,
as
well as police equipment, including official uniforms of the San
Diego Police Department (SDPD), and various other items such
as men’s underwear. Roe’s eBay user profile identified him as
employed in the field of law enforcement.
When this conduct came to the attention of Roe’s department,
an
investigation was initiated. ... Thereafter, the department ...
began proceedings which resulted in Roe’s dismissal from the
force. Roe then brought suit alleging that the termination violat-
ed his rights of freedom of speech.33
The Court found in favor of the City of San Diego, holding
21. that the officer’s conduct did not relate to a matter of public
con-
cern for First Amendment purposes and, therefore, did not pre-
clude disciplinary action against the officer. The Court said:
Although Roe’s activities took place outside the workplace and
purported to be about subjects not related to his employment,
the
SDPD demonstrated legitimate and substantial interests of its
own that were compromised by his [Roe’s] speech. Far from
con-
fining his activities to speech unrelated to his employment, Roe
took deliberate steps to link his videos and other wares to his
police work, all in a way injurious to his employer. The use of
the
uniform, the law enforcement reference in the Web site, the list-
ing of the speaker as “in the field of law enforcement,” and the
debased parody of an officer performing indecent acts while in
the
course of official duties brought the mission of the employer
and
the professionalism of its officers into serious disrepute. ...
[T]here is no difficulty in concluding that Roe’s expression
does
not qualify as a matter of public concern under any view of the
public concern test. ...
The speech in question was detrimental to the mission and func-
tions of the employer. There is no basis for finding that it was
of
concern to the community as the Court’s cases have understood
that term in the context of restrictions by governmental entities
on the speech of their employees.34
On this rationale, the Court upheld the City’s action in termi-
22. nating Roe.35
4
Thus a law enforcement agency may discipline or terminate
an employee for improper use of social media, provided that the
court finds that the speech in question did not touch upon a mat-
ter of public concern, or that, if it did, the department’s
interests
outweigh the First Amendment interests of the officer in the
case.36
Note, however, that whether or not the matter is one of public
concern is not always clear, and often will be hotly contested in
any litigation arising out of the department’s disciplinary
actions.
D. Freedom of Information and Records Retention
While federal law enforcement agencies must abide by the
United States Freedom of Information Act, state and local agen-
cies are responsible for adhering to state and local guidelines on
open record availability and archiving. Each state has unique
caveats to their laws and agencies must be aware of these and
the
distinct challenges they present for social media content.
IV. Personal Use
With millions of individuals engaging in the use of social
media, it is obvious that law enforcement personnel will be
among the users. Content posted by law enforcement officials
on
social media sites has the potential to be disseminated broadly,
23. even if posted under strict privacy settings. Any improper post-
ings can ultimately affect the employee’s employment and the
agency as a whole.
Even if content is posted while personnel are off duty, it can
still have detrimental effects. Social media site content is now
fre-
quently used by defense attorneys to impugn a person’s reputa-
tion or show bias, as discussed earlier. Further, the safety and
security of personnel and their families is a paramount concern.
Department employees must be made aware of the fact that,
regardless of privacy settings, the pictures, the videos, and the
text they post online could be made available to individuals for
whom it was not intended.
It is also important to recognize that social media is increas-
ingly accessed via mobile devices as opposed to computer work
stations. The use of cellular telephones, both personal and
department issued, while on duty can be subject to department
oversight as well as discovery in court.
For any who may question a police department’s authority to
monitor personal cell phone use in this manner, it should be
made
clear that the actions and activities of police officers while on
duty are germane to the efficiency and effectiveness of the
police
department and, as such, subject to administrative manage-
ment.37
This correlation between mobile device usage and social
media engagement should not be overlooked by department per-
sonnel.
It is essential that agencies educate both new and seasoned
personnel on the proper and improper use of social media tools
24. and set out processes for dealing with violations. Proper
training
mechanisms should be in place to ensure that all agency person-
nel are aware of the potential repercussions of their online
behav-
iors. Responsible social media use should be emphasized.
V. CONCLUSION
Police executives and employees should be aware of the ben-
efits of social media for agency operations as well as the issues
that may arise from the misuse of social media by individuals.
The model policy addresses both the use of these tools on behalf
of the department as well as the regulation of personal use by
employees. This duality is central to not only the policy adapted
by an agency but also the overall social media strategy of an
agency, which should be integrated with its overarching
commu-
nications and outreach plan.
The use of social media should be managed according to the
guidelines presented in the model policy and in line with the
agency’s strategy. Organizations must recognize the value
social
media has when used purposefully to meet agency goals such as
community outreach, service development, officer and volunteer
recruitment, and criminal investigations. This recognition, how-
ever, must be coupled with an assessment of the challenges that
may be faced. Further, agencies have a duty to educate and
inform officers
Endnotes
1 A large portion of this paper has been adapted from Training
Key #641, “Social
25. Networking and Freedom of Speech,” written by Charles Friend.
2 Daigle, Eric P., “Social Networking Policies: Just Another
Policy?” The Police Chief 77, no.
5 (May 2010): 13.
3 Sarah Michalos, “Social Media to Solve Crimes,” The Journal
Gazette, June 20, 2010,
http://www.journalgazette.net/article/20100620/NEWS07/30620
9898/0/FRONTPAGE
(accessed August 30, 2010).
4 Mary Lou Leary and Mary Rappaport, Beyond the Beat:
Ethical Considerations for
Community Policing in the Digital Age (Washington, D.C.:
National Centers for Victims of
Crime, November 2008), 9,
http://www.ncvc.org/ncvc/AGP.Net/Components/documentView
er/Download.aspxnz?
DocumentID=45708 (accessed August 27, 2010).
5 “Social Networking for Law Enforcement,” NLECTC Tech
Beat (Winter 2010): 6 (quoting
Anthony Guglielmi, director of public affairs for the Baltimore,
Maryland, Police
D e p a r t m e n t ) ,
http://www.justnet.org/TechBeat%20Files/508Techbeat%20Wint
er%202010.pdf (accessed
August 27, 2010). .
6 For more information on recruitment, please visit the IACP
Discover Policing website
at www.discoverpolicing.org.
7 “Freedom of Speech and the Patrol Officer,” Training Key
#612 (Alexandria, Va.:
26. International Association of Chiefs of Police, 2007).
8 “Social Networking and Freedom of Speech,” Training Key
#641 (Alexandria, Va.:
International Association of Chiefs of Police, 2010).
9 Connick v. Myers, 461 U.S. 138, 143 (1983) citing McAuliffe
v. Mayor of New Bedford, 155
Mass. 216, 220, 29 N.E. 517, 517 (1892) and Adler v. Board of
Education, 342 U.S. 485 (1952);
Garner v. Los Angeles Bd. of Public Works, 341 U.S. 716
(1951); Public Workers v. Mitchell, 330 U.S.
75 (1947); United States v. Wurzbach, 280 U.S. 396 (1930); Ex
parte Curtis, 106 U.S. 371 (1882).
10 Garcetti v. Ceballos, 547 U.S. 410, 418, 126 S. Ct. 1951,
1958 (2006), citing Waters v.
Churchill, 511 U.S. 661, 671 (1994).
11 Id.
12 Id.
13 Id.
14 Id. at 422–426, four Justices filed dissenting opinions in the
case.
15 See, e.g., Vose v. Kliment, 506 F.3d 565, 572 (7th Cir. 2007)
(narcotics sergeant voiced con-
cerns to management regarding another unit; court held that
“Vose’s speech, albeit an hon-
orable attempt to correct alleged wrongdoing, was not protected
by the First Amendment”).
16 Garcetti, 547 U.S. at 425–426, citing 5 U.S.C. 2302(b)(8)
and other protections.
17 Connick, 461 U.S. 138; Pickering v. Board of Education, 391
U.S. 563 (1968).
27. 18 City of San Diego v. Roe, 543 U.S. 77 (2004).
19 Id. at 78.
20 Id. at 80, citing Connick, 461 U.S. 138, and Pickering, 391
U.S. 563.
21 See Pickering, 391 U.S. 563 (1968), cited in Garcetti, 547
U.S. 410.
22 Garcetti, 547 U.S. at 421.
23 Roe, 543 U.S. at 82, citing Pickering, 391 U.S. at 568; for an
excellent discussion of the
rules applicable to employee speech, see Baker, “Speech and the
Public Employee,” FBI Law
Enforcement Bulletin 77, no. 8 (August 2008): 23–32.
24 The AELE Monthly Law Journal reports that “More than half
of all adult Americans ages
25–35 have personal networking places on media websites....”
in “Online Networking,
Texting, and Blogging by Peace Officers,” 2010 (4) AELE Mo.
L. J. 201 (April 2010): 201,
http://www.aele.org/law/2010all04/2010-04MLJ201.pdf
(accessed September 7, 2010).
25 See, e.g., Roe, 543 U.S. 77 (2004), discussed further in the
Employee Discipline for
Inappropriate Use of Social Media section of this paper
26 Brady v. Maryland, 373 U.S. 83 (1963); see, e.g., Jeff Noble,
“Police Officer Truthfulness
and the Brady Decision,” The Police Chief 70, no. 10 (October
2003): 92–101 http://policechief-
magazine.org/magazine/index.cfm?fuseaction=display_arch&art
icle_id=118&issue_id=102
003 (accessed September 6, 2010.
27 Giglio v. United States, 405 U.S. 150 (1972) (prosecution’s
28. promise of leniency to the wit-
ness was not disclosed to the defense).
5
28 The subject of Brady and the disclosure requirement for
matters affecting officer credi-
bility is discussed in the IACP survey paper, Brady v. Maryland
and Officer Credibility (2008).
29 See “Online Networking, Texting, and Blogging by Peace
Officers;” for example, it has
been reported that in a recent New York case an acquittal
resulted after the defense brought
to light at the trial information about an NYPD officer’s website
postings, apparently because
the website postings created a reasonable doubt as to the guilt
of the defendant; see Los
Angeles County Sheriff’s Department Newsletter 9, no. 7
(2009).
30 See IACP survey paper, Brady v. Maryland and Officer
Credibility.
31 City of San Diego v. Roe, 543 U.S. 77 (2004).
32 Id.
33 Id..
34 Id. at 81–85.
35 City of San Diego v. Roe, 543 U.S. 77 (2004); for another
case involving social media pub-
lication of sexual material resulting in dismissal of an
employee, see Dible v. City of Chandler,
502 F.3d 1040 (9th Cir. 2007) (officer published sexual material
on website, dismissal upheld).
29. 36 In Dible, 502 F.3d at 1048 (9th Cir. 2007) (officer published
sexual material on website,
dismissal upheld), the 9th Circuit observed “It would not seem
to require an astute moral
philosopher or a brilliant social scientist to discern the fact that
Ronald Dible’s activities,
when known to the public, would be ‘detrimental to the mission
and functions of the employ-
er.’ ... And although the government’s justification cannot be
mere speculation, it is entitled
to rely on ‘reasonable predictions of disruption.’” (citing and
quoting Waters v. Churchill, 511
U.S. 161 (1994); again, departments should keep in mind that
not all cases will be seen by the
courts as being so clear.
37 Cellular Telephones, Concepts and Issues Paper (Alexandria,
Va.: International
Association of Chiefs of Police, April 2004),
6
Acknowledgment
This Concepts & Issues Paper was developed by the
International Association of Chiefs of Police (IACP) Center
for Social Media in conjunction with the IACP National
Law Enforcement Policy Center. We are appreciative of the
many policy agencies across the country who shared their
existing policies.
Every effort has been made by the IACP National Law
Enforcement Policy
Center staff and advisory board to ensure that this model policy
incorporates the
30. most current information and contemporary professional
judgment on this issue.
However, law enforcement administrators should be cautioned
that no “model”
policy can meet all the needs of any given law enforcement
agency. Each law
enforcement agency operates in a unique environment of federal
court rulings, state
laws, local ordinances, regulations, judicial and administrative
decisions and col-
lective bargaining agreements that must be considered. In
addition, the formulation
of specific agency policies must take into account local political
and community
perspectives and customs, prerogatives and demands; often
divergent law enforce-
ment strategies and philosophies; and the impact of varied
agency resource capa-
bilities among other factors.
This project was supported by Grant No. 2006-DG-BX-K004
awarded by the
Bureau of Justice Assistance, Office of Justice Programs, U.S.
Department of Justice.
The Assistant Attorney General, Office of Justice Programs,
coordinates the activi-
ties of the following program offices and bureaus: the Bureau of
Justice Assistance,
the Bureau of Justice Statistics, National Institute of Justice,
Office of Juvenile Justice
and Delinquency Prevention, and the Office of Victims of
Crime. Points of view or
opinions in this document are those of the author and do not
represent the official
position or policies of the United States Department of Justice
or the IACP.
32. Exposure of governments arms,
a bad public image on the work-related issues, shameful actions
of police leading to disrespect by the public, non-performance
of the scheduled duty and even disrespect to the profession. The
use of social media by the police is however important and at
other times brings a lot of problems to both the police and the
police departments. Therefore, the positive effects are not the
problem and hence coming up with a good strategy to regulate
the negative effects enhances the well-being and the
performance of the police sector activities and hence serving the
public well. Some of the positive effects of social media to the
police include, ("Police perceptions of computer crimes in two
southeastern cities: an examination from the viewpoint of patrol
officers," 2013)
fast communication and engagement with public on matters
security, education of the public of security issues.
Positive interactions with the public in the conducts and
relations with the police and insecurity issues helps in criminal
investigations and tracking activities, crime prevention and
even publishing of facts and quotes to the public sites. As a
policy manager of law enforcement organization, therefore, I
would come up with the best practices to regulate police
officers use of social media such as; Restriction of personal
social media activities by the police while on duty. Every police
officer that is assigned a duty at various times should strictly
obey and observe the rule that he/she should not be found
accessing the personal accounts of either Facebook or Twitter.
This is of much importance since the police department being
very important department in provision of security to the public,
("Police Chief Perspectives: Social Media," 2010)
there is no way that one can offer security and at same time get
involved in debates that make one so attracted to them and
hence forgetting the security duty. At such times, criminals may
view the police who is active in other matters and hence can
33. manage to attack.
The police therefore can be allowed to access the main police
ways of communication and sites so as to allow the right
channel of communications with the rest of the officers and
therefore prevent communication breakdowns. The sites also
allow proper steps of critical information acquired during the
training and hence work is performed easily by the officers. The
police should have shifted so as to allow them fell appreciated
and hence fulfill their social life pleasures and associations with
the public through interactions on social media while in the
camp but in the off-duty tasks.
Once a police officer is assigned a duty to carry out therefore
he/she should consider first undertaking the task to the very
best according to training and even during the recruitment they
must be given strict rules and regulations to guide them in their
profession to avoid incidences such as job quits and even un
performance of responsibilities as guided. The working hours
should be observed strictly and hence once a police officer are
assigned a duty he/she should not assign it to others but
personally undertake it so as to make sure that one is
responsible for any failures of duty as assigned.
Every police should not be left idle since an idle mind is a
devil’s workshop. The same police can turn to be the dangerous
person too to the public and therefore if one is not on duty
he/she should return the government’s arms to the respective
administration to take care of them and protection of the public.
Public or non-public information regarding police reports,
criminal history, arrests or calls for police. It is a very
important practice to make sure that all the information
regarding the police is addressed by the personnel’s appointed
by the administration. Therefore, the police are not supposed to
address anything concerning the profession work unless ordered
to do so by the management. The reports may include ones
given to the media houses.
In case a police officer give information to the journalists
without a full evidence of same information does not do a
34. common good to the public and hence it may bring a lot of
unrest to the citizens in case it is critical. One should not also
give out criminal history of a certain suspect on the social
media since this may stir up the minds of people and hence
decide to take actions on their hands. Such records should be
secluded and hence used by the lawyers in the criminal courts
for prosecutions and investigations. Those histories affect the
investigation processes by police since such criminals may view
how the police are planning to take actions and hence deciding
to go to hide places.
Regulating the use, postings of photos or videos, ("4 ways
social media can help police departments," 2013
) police facilities, equipment, uniforms, or weapons on the
social media platforms. All tools and arms
of the police should not be posted on the social media since
they make the public be anxious in knowing and accessing
them. They make the public to involve one in discussions which
in one way a police officer may not be able to avoid or neglect
in answering to close relatives. This information, therefore,
turns into an attack to the conduct of such police and affects the
security of citizens since the lawbreakers will snooze and have
access to such equipment. Free postings on social media may
reveal the weak equipment that the police officer is carrying
and therefore criminals may attack with superior weapons than
theirs. They make the public become and structure tactical
questions that make one reveal the information.
Police officers also should not post their photos wearing the
police uniforms since the general public has the image of every
person in the village and hence if such image of a police with
negative image in the village it may cause disrespect to the
whole police unit and therefore avoid all these the police should
use their passports as profile images in the social media and
avoid unnecessary equipment postings. Profanity or
unprofessional language and harmful images. The police should
not at any time be involved in talks that are harmful to the
35. public image of their profession. They should, therefore, make
sure that every form of communication protects good public
image to themselves and the police department at large.
Language that involves assault and utterances that may cause
the nuisance to the public should be avoided at a high expense
so as to protect the trust
of the police in addressing and solving of citizens problems by
the police with a lot of trusts.
The police should be trained in handling and communicate to
different people and hence should use this knowledge in
handling any information relating to communication. It is said
that word of mouth can burn mountains and therefore if the
word of mouth is not well managed it ends up causing lots of
problems to the public at large. Derogatory comments or images
about superiors or co-workers. Any information regarding the
police officers should be protected in that in case any police
officers make an offense it should not be brought to the public
but instead be reported to the respective institutions and hence
he/she is able to carry out his burden as a personal being and
not as a police officer. The police transfers also should not be
made known and therefore any police officer can be posted
anywhere in the country since they are to serve the interests of
the whole and any citizen in common without any neglecting.
In case the public identifies and notices the information
regarding the negative influence of certain superior officer by
other co-workers it means they also will have to become curious
about him/her making it hard for the administration. Some
images also may cause other to hate others due to hate of
exposure. Work-related matters should not expose to the social
Media also. These may include matters concerning work such as
revealing how orders come from the bosses or event integral
government secrets since the police protect the government and
its citizens. The police, therefore, should be very attentive on
preventing any leak of critical information to the public that is
not allowed to by the police regulations. To curb all these
problems, therefore, the police officers and both the
36. management communication should be done through the police
site so as to allow editing and advice to whoever does the
postings before.
The police department should employ the information
personnel’s to do the analysis of the information before being
made out to (Soros, 2018) the public and the management
according to the regulations. There is a need for policy in the
police department therefore and legal issues such as public
records, first amendment rights and related policies such as
personal mobile devices are considered when developing a
policy.
The police officers should first serve the interest of public then
get to their personal interests such as social media when off
duty.
References
4 ways social media can help police departments. (2013, May
28). Retrieved from https://www.policeone.com/social-media-
for-cops/articles/6250205-4-ways-social-media-can-help-police-
departments/
Police Chief Perspectives: Social Media. (n.d.).
doi:10.4135/9781506372709
Police perceptions of computer crimes in two southeastern
cities: an examination from the viewpoint of patrol officers.
(2013). Policing: An International Journal of Police Strategies
& Management, 36(1). doi:10.1108/pijpsm.2013.18136aaa.004
Soros, G. (2018, February 15). The Social Media Threat to
Society and Security by George Soros. Retrieved from
https://www.project-syndicate.org/commentary/social-media-
security-threat-by-george-soros-2018-02
37. Criteria
Levels of Achievement
Content
(70%)
Advanced
92-100%
Proficient
84-91%
Developing
1-83%
Not present
Total
%
Answer Specificity
20.5 to 22.5 points:
All key components of the topic are thoroughly discussed in the
paper.
18.5 to 20 points:
All key components of the question are largely answered in the
paper with few exceptions.
1 to 18 points:
Key portions of assigned questions are left unanswered.
0 points
Not present
11
Logic & Clarity
13.5 to 15 points:
Clear, logical flow to paper; major points are stately clearly.
38. 12.5 to 13 points:
Clear logical flow to paper; major points are stated clearly for
the most part.
1 to 12 points:
Lack of clarity and failure to logically explain and communicate
answers is the norm.
0 points
Not present
11
Research & Support
13.5 to 15 points:
Major points are thoroughly supported by the following:
1.Lecture material or Scripture
2.Good examples (pertinent
conceptual or personal
examples
3.Thoughtful analysis
(considering assumptions,
analyzing implications,
comparing/contrasting
concept)
39. 12.5 to 13 points:
Major points are largely supported by the following:
1.Lecture material or
Scripture
2.Good examples (pertinent
conceptual or personal
examples
3.Thoughtful analysis
(considering assumptions,
analyzing implications,
comparing/contrasting
concept)
1 to 12 points:
Major points are lacking substantial support by the following:
1.Lecture material or
Scripture
2.Good examples
(pertinent
40. conceptual or personal
examples
3.Thoughtful analysis
(considering
assumptions,
analyzing implications,
comparing/contrasting
concept)
0 points
Not present
12
Structure (30%)
Advanced
92-100%
Proficient
84-91%
Developing
1-83%
Not present
Total
%
Spelling, Grammar & APA
14.25 to 15.5 points:
41. Little to no errors in spelling, grammar and APA
13.25 to 14 points:
Some errors in spelling, grammar & APA
1 to 13 points:
Numerous errors in spelling, grammar & APA
0 points
Not present
7
Sufficient Length
6.5 to 7 points:
5 pages of content and a title page (reference page if needed)
5.5 to 6 points:
Paper runs a bit long or a bit short of page requirements
1 to 5 points:
Paper is more than three pages too long/too short
0 points
Not present
7
Professor Comments:
Total:
48
You have a lot of work to do on this paper.
You spent too much time on the pros and cons of Social Media
and not enough analysis on the complex legal & liability issues
or the development of a policy that represents the “best
42. practices” used by other departments
you need to include an analysis of the complex legal
(Constitutional) & liability issues attached to regulating an
employee’s personal use of social media sites off-duty without
violating their First Amendment Constitutional rights
there are several cases and case law that deals with this that you
need to include as a basis for establishing what speech falls
under First Amendment protection and what speech does not
the final document needs to be a lot tighter, with more
specifics, as to (1) the protections that will be afforded to both
the department and the employee, (2) criteria for determining
WHEN an infraction or breach has occurred, and (3) the range
of punishment options and the guidance for the supervisors as to
applying the appropriate level of discipline, considering the
law, ethics, economics, and overall effect on mission
capabilities, and (4) what speech falls under First Amendment
protection and what speech does not
Additionally, I did not see where you incorporated any
interviews with local law enforcement leaders (as directed).
�Who says this? Support this assertion with a citation to the
literature. All assertions of fact require a supporting citation
�??
�Not correct APA
�Not correct APA
43. �Not correct APA
�wrong word
�Who says this? Support this assertion with a citation to the
literature. All assertions of fact require a supporting citation
�Not correct APA